Developing Training Programs for Clients

I made a big mistake designing a training program this week and I want to help you avoid doing the same thing. Here is the situation: I was working with a long-time client, building new content for their manager training program. We are in the early stages of development, and I spent a good deal of time this week writing out all of the copy and engagements for the courses. All the work put us back on schedule...I thought. The problem was that a lot of the content was wrong. Why was it wrong? This is where the mistake comes in. We had agreed on an initial outline for the courses. But that outline really only covered the basic ideas, it importantly didn't spell out the outcomes or behaviors the client wanted. I had worked with them for a while, so I thought I knew what they wanted. I didn't follow our standard and proven process to make sure we get alignment with all of the stakeholders at each stage of the development process. Instead, I tried to skip ahead. Skipping your process while designing training will never save you time. Step 1: Identify and agree on the impact you are trying to have. Step 2: Identify and agree on the behaviors you are trying to change. Step 3: Identify and agree on the knowledge you need in the course. Step 4: Now you can build out the content and make it engaging. Luckily, we were able to quickly identify the gaps and adjust the content to have the right focus. But it is always better to not make those mistakes in the first place. What reminders do you use to stick to your development process? #InstructionalDesign #EmployeeTraining #FailWhale #Mistakes

I was just 23 and lacked experience. So how did I create a training program worth $1 million? My secret was working backward. I was the training supervisor for a call center. My task was to create a sales training program to help our customer service reps increase upselling. Most trainers work forward on projects like this: 1. Create content 2. Hope it gets used 3. Imagine it will lead to some result It's all very squishy. Working backward is more concrete. It focuses on the business goal and analyzes what it will take to get there. 1. Identify the business goal 2. Analyze what it takes to achieve it 3. Design specific training to close the gap Here's what that looked like for my upsell project: The business goal was a sales target. From there, I had to analyze what our customer service reps were doing (or not doing) that prevented us from selling more. I poured over the performance data. Then, I spent time with our top reps, our low-performing reps, and a few reps in the middle. This analysis allowed me to design a simple training program that targeted the reps' specific needs. It was just 30 minutes long, and was supported with tools and job aids that made it easier for reps to make sales. The customer service team did great! Our upsell program generated over $1 million in annual revenue. My training program wasn't cutting-edge. It didn't incorporate the latest learning theories or technology. It was actually pretty basic. It got results because I designed it by working backward.

Im facilitating a “Building Trust” Workshop for an Executive Team this week. Here’s how I prepare: 📌I am using my proprietary framework, but customizing for the company Leadership development material is either too custom or too generic. This hybrid model provides a foundation that clients can trust with the nuance needed for their specific situation. (And as the company delivering, it allows you to NOT reinvent the wheel + scale) 📌Provide prep work Giving a little bit of work for the team to do prior to the workshop provides more context and gets every participant excited/thinking about the topic at hand. 📌Include activities that keep all learning styles engaged I include exercises that help: - auditory learners - visual learners - kinesthetic learners - strengthen team bonds - make it fun and not like a boring lecture 📌Create lots of space for discussion. The best workshops are those where you can - you guessed it - WORKSHOP through real examples. 📌Have deliverables and practical next steps Too many L&D providers give open ended/one-way content. Instead, we want every team member to come away with one practical thing they can do tomorrow. 📌 Ask, “What was your biggest takeaway” Not only is this good market research for our company, it’s helpful for participants to reflect on WHY XYZ thing was their biggest takeaway. Which one of these is most interesting? —- P. S. In addition to our outplacement, we provide customizable, actionable leadership development training for teams of all sizes. 😉

They were hemorrhaging money on digital tools their managers refused to use. The situation: A retail giant in the diamond industry with post-COVID digital sales tools sitting unused. Store managers resisting change. Market volatility crushing performance. Here's what every other company does: More training on features. Explaining benefits harder. Pushing adoption metrics. Here's what my client did instead: They ignored the technology completely. Instead, they trained 200+ managers on something nobody else was teaching; how to fall in love with change itself. For 8 months, we didn't focus on the digital tools once. We taught them Change Enthusiasm®, how to see disruption as opportunity, resistance as data, and overwhelm as information. We certified managers in emotional processing, not technical skills. The results were staggering: → 30% increase in digital adoption (without a single tech training session) →  2X ROI boost for those who embraced the mindset →  25% sales uplift in stores with certified managers →  96% of participants improved business outcomes Here's the breakthrough insight: People don't resist technology. They resist change. Fix the relationship with change, and adoption becomes automatic. While competitors were fighting symptoms, this company cured the disease. The secret wasn't better technology training, it was better humans. When managers learned to thrive through change, they stopped seeing digital tools as threats and started seeing them as allies. Most companies are solving the wrong problem. They're trying to make people adopt technology. We help people embrace transformation. The results speak for themselves. What would happen if you stopped training on tools and started training on change? ♻️ Share if you believe the future belongs to change-ready organizations 🔔 Follow for insights on making transformation inevitable, not optional

𝗛𝗼𝘄 𝘁𝗼 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗨𝘀𝗲𝗿-𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗲𝗱 𝗖𝗼𝗻𝘁𝗲𝗻𝘁 𝗶𝗻 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗣𝗿𝗼𝗴𝗿𝗮𝗺𝘀 📚 Struggling to keep your learning and development (L&D) content relevant and up-to-date? I get it. The rapid pace of change in today’s business environment can make it hard to keep training materials fresh. Outdated content can lead to disengagement, ineffective learning, and ultimately a less competitive workforce. Here’s a game-changing solution: leverage user-generated content (UGC). Trust me, it's a powerful way to ensure your training materials remain current and highly relevant. Ready to revamp your L&D program? Here’s how to get started: 📌 Create a Platform for Content Sharing: Develop a dedicated space where employees can easily share their knowledge, experiences, and insights. This could be an internal social network, a forum, or a collaborative platform like Microsoft Teams. 📌 Encourage Peer-to-Peer Learning : Foster a culture where employees feel motivated to contribute. Recognize and reward those who share valuable content. This not only keeps the material fresh but also builds a sense of community and collaboration. 📌 Implement User-Generated Video Content : Allow employees to create short videos on specific topics, best practices, or recent learnings. Use these videos in your training programs to provide real-world insights and practical tips. 📌 Moderate and Curate Content: While user-generated content is valuable, it’s essential to have a moderation process to ensure the accuracy and quality of the information shared. Curate the best content and integrate it into your formal learning programs. 📌 Use Feedback Loops : Encourage employees to provide feedback on the user-generated content. This will help identify gaps, refine the material, and ensure continuous improvement. 📌 Incorporate UGC into Formal Training : Blend user-generated content with traditional training methods. This hybrid approach ensures that your training programs are dynamic, engaging, and up-to-date. Embracing user-generated content not only keeps your learning materials relevant but also empowers employees, fosters collaboration, and enhances engagement. Imagine a workforce that’s continuously learning and sharing knowledge, always ready to tackle new challenges. Got any tips on leveraging user-generated content in training programs? Share your strategies below! ⬇️ #LearningAndDevelopment #UserGeneratedContent #TrainingInnovation #OnlineLearning #EdTech #EmployeeEngagement #ContinuousLearning

AI is so freaking cool y'all! We're 9 days into 2024 and my newly built AI-automations have already both saved me a ton of time and improved my client onboarding experience. Here’s a peek into how I've used AI to improve my most popular AI marketing team training package in 2024, for both me and my clients: ⬅️In 2023, these trainings began with a one-hour call with my client to identify the most helpful AI use cases for their team, followed by 30-45 minutes of planning and email drafting on my end. Although effective, this process was time-consuming. While I loved the conversations, figuring out the necessary assets I needed for personalizing each team's training was my least favorite part of my work. ➡️This year, I've leveraged AI to transform my approach so I can focus on what matters most: delivering an impactful AI skills training for my clients' teams! Here's how I've used AI automation to enhance the experience for EVERYBODY: 1️⃣ First I analyzed all of my 2023 trainings and feedback to create a brand new 'AI use case menu' of 29 popular and highly impactful options. Now, my busy marketing leader clients select their use case preferences through a streamlined onboarding form, that also gathers the other information I'll need to personalize their training. This eliminates the need for a logistics meetings and is quick for clients to complete, saving us both time. 2️⃣ The onboarding form links to Zapier, triggering a cascade of automated actions when it's submitted. The responses go to the OpenAI API, where GPT-4 meticulously matches them to the necessary items for personalizing a perfect training for my client. Once completed, Zapier emails me the exact details I need for each client's personalized training. I then perform a crucial human-in-the-loop review before sending the personalization needs list to my client. ⏱️ Time Saved, Value Added: This isn't just about cutting down my workload. It's a dual victory. My clients now breeze through onboarding, investing mere minutes where they once needed an hour. Meanwhile, I have taken 1.5 hrs of my own work down to only 5 minutes. 🌊The ripple effect? My clients now enjoy a richer, more focused engagement. The time previously reserved for preliminary discussions is now rechanneled into a valuable 30-minute post-training debrief session, offering marketing leaders space to ask any questions they may have around supporting their teams' AI adoption. 🧠Implementing this system wasn't instantaneous. It took several hours of work gathering and creating the data necessary, considering the automation steps, creating and testing detailed prompts for GPT-4, ensuring consistent, accurate outputs, and guaranteeing a positive client experience. But now, having seen it in real-world action, I am immensely grateful for the time and energy invested in building this system (which is just one of many I've developed to streamline my efficiency in 2024)!

🌟 Formula for Sales Training Success: A Blueprint for Effectiveness! 🚀 Hey Small Business Sales Leaders!! Sarah, a savvy small business sales leader, understands that the effectiveness of sales training is not just about ticking boxes but creating a dynamic learning environment. Here's how Sarah implements and ensures the success of her sales training program: 💡 Needs Assessment and Customization: Assessment: Sarah begins by conducting a thorough needs assessment. She identifies the specific skills and knowledge gaps within her team. Customization: Based on the assessment, Sarah tailors the training content to address the unique challenges and goals of her team. One-size-fits-all doesn't cut it; it's all about relevance. 🎇 Blended Learning Approach: Traditional and Online Modules: Recognizing the diverse learning preferences of her team, Sarah adopts a blended learning approach. She combines traditional in-person training sessions with interactive online modules. Flexibility: This approach provides flexibility for team members to learn at their own pace, catering to different learning styles and accommodating varied schedules. 👊 Continuous Learning Culture: Regular Assessments: Sarah integrates regular assessments throughout the training program. This ensures that team members are not only absorbing information but also applying it in real-world scenarios. Feedback Loops: Constructive feedback is a cornerstone of Sarah's training strategy. Open feedback loops encourage dialogue, allowing team members to share insights, ask questions, and collectively learn from experiences. 🥇 Real-World Application: Scenario-Based Training: Sarah incorporates scenario-based training exercises. Team members engage in simulations that mirror actual sales situations, allowing them to apply theoretical knowledge to practical scenarios. Role-Playing: Sarah encourages role-playing to enhance communication and interpersonal skills. This hands-on approach builds confidence and prepares her team for diverse client interactions. 💪 Leadership Involvement and Support: Lead by Example: Sarah actively participates in the training sessions, demonstrating her commitment to continuous learning. Her involvement sets a precedent for the team to prioritize professional development. Providing Resources: Sarah ensures that her team has access to a variety of resources, from industry insights to the latest sales tools. This resource-rich environment fosters a culture of curiosity and self-improvement. 👏 Celebrating Milestones: Creating a Positive Environment: By creating a positive and supportive learning environment, Sarah motivates her team to actively engage in the training process. 🚀 Pro Tip: The success of sales training lies in its adaptability. Ready to Elevate Your Sales Training? Let's Connect! 🌟💼 #SalesTrainingSuccess #ContinuousLearning #SalesLeadership #Leadership #Business🚀✨

Before you dive into creating content, ask yourself this powerful question: "𝘞𝘩𝘢𝘵 𝘮𝘪𝘴𝘵𝘢𝘬𝘦𝘴 𝘸𝘪𝘭𝘭 𝘣𝘦 𝘮𝘢𝘥𝘦 𝘪𝘧 𝘐 𝘥𝘰𝘯’𝘵 𝘪𝘯𝘤𝘭𝘶𝘥𝘦 𝘵𝘩𝘪𝘴 𝘪𝘯𝘧𝘰𝘳𝘮𝘢𝘵𝘪𝘰𝘯?" 🤔 Here’s the problem with most training programs: They include irrelevant information instead of focusing on what learners truly need to succeed. This approach doesn’t work because: 🔴 Learners get overwhelmed by details that don’t apply to their role. 🔴 There’s no clear link between the training content and the actions learners need to take. 🔴 Mistakes are repeated because learners aren’t equipped with the right knowledge. 🔴 Real-world results don’t improve. Instead, Focus on designing content that 🟢 prevents mistakes 🟢 and empowers learners with the critical information they need. Here's how to make that happen: 1️⃣ Focus on consequences. What happens if learners don’t have this key information? Think of the real-world consequences. ▪️Will learners miss a step in a process? ▪️Make a poor decision? ▪️Fail to meet expectations? If not, the content may not be relevant to the performance objectives. This question helps you prioritize content that matters most. 2️⃣ Anticipate common errors. What mistakes do learners typically make when they don’t have the right knowledge? Including content that addresses these pitfalls can save ▪️time, ▪️frustration, ▪️and costly errors. Example: In a safety training program, if you skip proper PPE usage, learners may skip crucial steps, risking injury. 3️⃣ Clarify the 'why' behind the info. Don’t just tell learners what to do —show them why it’s important. For example: Explain the consequences of improper equipment handling. If they don’t understand why something is critical, they might overlook it. By asking this question, you ensure that every piece of content serves a purpose—helping learners avoid mistakes and take action. ----------------------- 👋 Hi! I'm Elizabeth! ♻️ Repost and share if you found this post helpful. 👆 Follow me for more tips! 🤝 Reach out if you're looking for a high-quality learning solution designed to change the behavior of the learner to meet the needs of your organization. #InstructionalDesign #ContentDevelopment #TrainingTips #LearningAndDevelopment #BehaviorChange

Your best employees are hiding in plain sight. But you can't see them because you don't know what skills they actually have. Most manufacturing teams are flying blind. They assign projects based on job titles. They plan training based on assumptions. They miss development opportunities daily. Then wonder why productivity stays flat. The problem isn't your people. The problem is your visibility. You need a skill matrix. A simple visual tool that maps what your team can actually do. Not what their job description says. Not what you think they know. What they can actually deliver. Here's what changes when you map skills properly: You stop guessing who's ready for promotion. You identify training gaps before they hurt production. You balance workload across actual capabilities. You plan cross-training strategically. You make succession planning real. The matrix shows everything at a glance. John is expert at welding but needs machine setup training. Sarah can train others in quality but struggles with leadership. Mike knows four areas well but has zero leadership experience. Lisa is your future leader but needs technical development. Suddenly you have a roadmap. Not just for today's assignments. But for building tomorrow's capabilities. Most managers make development decisions in the dark. They promote based on tenure. They train based on complaints. They assign based on availability. Smart managers use data. They see exactly where their team stands. They plan development paths systematically. They build bench strength intentionally. Your team has hidden potential. The skill matrix reveals it. Are you ready to see what you've been missing?

Training shouldn’t be a checkbox. It should change behavior, build culture, and drive business results. After 20+ years in HR, I saw the same problem over and  over again: companies investing in training that never leads  to real change. According to research from Harvard Business Review,  here’s what separates effective training from wasted time: 1. Start with a baseline You can’t improve what you don’t measure.  Track where people are before you begin. 2. Connect training to business goals If it doesn’t support a real outcome, it’s just noise. 3. Involve managers Employees apply what they see reinforced.  That starts with leadership. 4. Track behavior, not just completion Finishing a course doesn’t mean the learning stuck.  Look for what changed afterward. 5. Collect feedback continuously Don’t assume it’s working.  Ask, adjust, and evolve. This is what we build our programs around. Because I don’t believe in training for the sake of it.  I believe in learning that sticks, and makes people better at what they do.